1. Training and Development OS352 HRM Fisher March 23, 2005

2. 2 Agenda SAP update – Exercise 3 will be due on April 4 Question/comments about speaker Discuss training and development issues Exam Review

3. 3 Purpose of Training Ultimate goal – increased productivity and organizational effectiveness – Linkage tends to be less direct with development programs Range of training outcomes – Affective (attitudes, motivation) – Behavioral (skills, processes) – Cognitive (knowledge, cognitive strategies)

4. 4 Training cycle Assess needs – Organizational, job, and person levels – Also have mandated training (e.g., OSHA) Design and develop training Evaluate effectiveness of training Update training program

5. 5 Training methods Common methods include – Face to face (classroom) – Technology mediated – Self-study (books, web) – On-the-job training – Adventure learning Evaluate appropriateness of methods for the intended learning outcomes – Practice – Fidelity

6. 6 E-learning ASTD 2003 State of the Industry report: 15-29% of all training conducted (varies across org type) Web-based training gives learners more control, can save time – Appropriate for different types of jobs, learning outcomes Research shows people are not always good at leveraging control – Related to conscientiousness, learning orientation – Other drawbacks? Blended learning: using aspects of e-learning and face to face instruction

7. 7 Training Evaluation Can evaluate the training or the trainees – Reactions – Immediate learning – Job performance When assessing learning, may require testing – Need to ensure tests are valid ROI can be difficult to assess, but is important

8. 8 Transfer of Training Maintenance – Maintaining knowledge or skills over time Generalization – Applying knowledge or skills to slightly different situations Transfer is more likely when trainees have – Opportunity to perform – Workplace support – Refresher training

9. 9 Development Focused on future – Career paths – Protean career Typically voluntary May be part of a formalized program – GE ’ s leadership development – Succession planning (Customs Service) Why would an organization want to have a development program? What are the intended outcomes?

10. 10 Example Career Path Management Trainee First Assistant Manager Second Assistant Manager Restaurant Manager Operations Consultant Business Consultant Training Consultant

11. 11 Focus on job experiences Using career path to develop new skills, etc. Commonly referred to as “ stretch assignments ” Often includes global assignments, moving to other divisions or product lines What are the long-term learning objectives of these assignments?

12. 12 Mentoring Provides direction, oversight on other developmental activities – Self-assessment, planning – Stretch assignments Also helps provide visibility Effectiveness largely depends on mentor How is mentoring different from coaching?

13. 13 Exam review Exam covers – Chapters 5, 6, 7, 8, 9 (HR Planning through training) – Material on discipline, employment at will (from March 9) Develop a list of key topics

14. 14 For next class Exam 2 – Same format (MC, Short answer, essay) – May wish to bring a calculator Wed. March 30 – Compensation systems – Read chapter 11